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Our Nanny Employment Contract Sample is accessible free to all Little Ones clients.For clients who seek more expert HR advice we offer our HR Consultancy Service overseen by employment law specialist Solicitor Marilyn Heward-Mills. Call Little Ones Payroll Service for more information.

Why Do I need a Nanny Employment Contract?

A contract with your nanny is just as crucial for household employment as it is in any other job. A nanny employment contact ensures both you and your staff are legally covered during the period of your nannies employment. Hiring a nanny without a contract is like driving a car without insurance, it’s just not safe.

Sample Nanny Employment Contracts

Little Ones provide our clients access to 7 sample employment contracts tailored to various Nanny, Housekeeper, Au pair and other domestic role.

Our team has made editing the contracting simple and easy by highlighting the areas you need to complete with the specific employment details. And if you’re ever stuck, our friendly payroll team will be happy to help you out with any queries you may have.

Nervous or writing your own Nanny Contract?

For those who have never written a contract before, the idea of creating a legal document can be daunting – what if I forget important points? How many holidays should they have? Do they get sick pay? Having all of these items covered is crucial for any contact.

Little Ones Nanny Contract and HR Service – only £250

Little Ones London want to take the stress out of the entire nanny employment process by providing you with a ‘Contract Preparation Service’ for a one off fee of £250 including VAT.

What is included in the Contract and HR Service?

• A consultation with a Little Ones London HR consultant
• Employment contract review by our in-house employment lawyer Marilyn Heward-Mills who has 20 years of experience in all matters of employment law.

At Little Ones London we know your time is important and we want to make hiring new staff as easy and seamless as possible. So to find out more about our Nanny Contract Preparation Service call our HR Consultancy Team on (tel. number to be confirmed).

GUIDANCE NOTES TO THE SPECIMEN CONTRACT OF EMPLOYMENT

Please Note: This document is a sample contract only. It is intended only as a guide and is not to be regarded as a substitute for consultation with a Legal Advisor, since every case will ultimately turn on its own particular facts and circumstances.

The Employer and Employee should agree on their own terms and conditions relating to the specific role. This contract is by no means guaranteed by Little Ones UK Ltd. Little Ones UK Ltd takes no responsibility or liability for the adequacy for any disputes arising from this contract.

Why have a written contract of employment?

If you have employees, then they are already employed under a contract of employment. That contract may be in writing or it may be verbally agreed or the terms may be implied by custom and practice or it may be a mixture of all three. If a dispute should arise in the future it is advantageous for the Employer to hold a written Employment Contract.

Most employees are, however, entitled by law to be given a written statement setting out the main particulars of their employment.

Section 1 of the Employment Rights Act 1996 provides that every employer is required to give each employee a written statement of employment particulars not later than two months after the beginning of the employee's employment. The written statement must cover:

  • The names of the employer and employee.
  • The date when employment began (and any period of continuous employment).
  • Remuneration and the intervals at which it is paid.
  • Hours of work.
  • Holiday entitlement.
  • Entitlement to sick leave and sick pay.
  • Pensions and pension schemes.
  • The entitlement of employer and employee to notice of termination.
  • Job title or job description.
  • Where employment is not permanent, the period for which it is expected to continue or, if it is for a fixed term, the date when it is to end.
  • Place of work.
  • Details of the existence of any relevant collective agreements.
  • The disciplinary rules and procedures applicable to the employee.
  • The grievance procedure applicable to the employee.

Where there are no particulars to be given for one of the matters to be covered in the statement (for example, there is no pension scheme), this must still be stated.

The specimen contract of employment is designed not only to meet the requirements of Section 1 of the Employment Rights Act 1996, but it also goes much further to document the relationship between the employer and employee in a number of important areas. It is drafted from an employer's perspective and includes clauses which, in our opinion, should be included in a well-drafted contract of employment.

Please note: Areas in italic form require full editing and attention from you, the Employer.


GUIDANCE NOTES TO THE SPECIMEN CONTRACT OF EMPLOYMENT

Please Note: This document is a sample contract only. It is intended only as a guide and is not to be regarded as a substitute for consultation with a Legal Advisor, since every case will ultimately turn on its own particular facts and circumstances.

The Employer and Employee should agree on their own terms and conditions relating to the specific role. This contract is by no means guaranteed by Little Ones UK Ltd. Little Ones UK Ltd takes no responsibility or liability for the adequacy for any disputes arising from this contract.

Why have a written contract of employment?

If you have employees, then they are already employed under a contract of employment. That contract may be in writing or it may be verbally agreed or the terms may be implied by custom and practice or it may be a mixture of all three. If a dispute should arise in the future it is advantageous for the Employer to hold a written Employment Contract.

Most employees are, however, entitled by law to be given a written statement setting out the main particulars of their employment.

Section 1 of the Employment Rights Act 1996 provides that every employer is required to give each employee a written statement of employment particulars not later than two months after the beginning of the employee's employment. The written statement must cover:

  • The names of the employer and employee.
  • The date when employment began (and any period of continuous employment).
  • Remuneration and the intervals at which it is paid.
  • Hours of work.
  • Holiday entitlement.
  • Entitlement to sick leave and sick pay.
  • Pensions and pension schemes.
  • The entitlement of employer and employee to notice of termination.
  • Job title or job description.
  • Where employment is not permanent, the period for which it is expected to continue or, if it is for a fixed term, the date when it is to end.
  • Place of work.
  • Details of the existence of any relevant collective agreements.
  • The disciplinary rules and procedures applicable to the employee.
  • The grievance procedure applicable to the employee.

Where there are no particulars to be given for one of the matters to be covered in the statement (for example, there is no pension scheme), this must still be stated.

The specimen contract of employment is designed not only to meet the requirements of Section 1 of the Employment Rights Act 1996, but it also goes much further to document the relationship between the employer and employee in a number of important areas. It is drafted from an employer's perspective and includes clauses which, in our opinion, should be included in a well-drafted contract of employment.

Please note: Areas in italic form require full editing and attention from you, the Employer.


GUIDANCE NOTES TO THE SPECIMEN CONTRACT OF EMPLOYMENT

Please Note: This document is a sample contract only. It is intended only as a guide and is not to be regarded as a substitute for consultation with a Legal Advisor, since every case will ultimately turn on its own particular facts and circumstances.

The Employer and Employee should agree on their own terms and conditions relating to the specific role. This contract is by no means guaranteed by Little Ones UK Ltd. Little Ones UK Ltd takes no responsibility or liability for the adequacy for any disputes arising from this contract.

Why have a written contract of employment?

If you have employees, then they are already employed under a contract of employment. That contract may be in writing or it may be verbally agreed or the terms may be implied by custom and practice or it may be a mixture of all three. If a dispute should arise in the future it is advantageous for the Employer to hold a written Employment Contract.

Most employees are, however, entitled by law to be given a written statement setting out the main particulars of their employment.

Section 1 of the Employment Rights Act 1996 provides that every employer is required to give each employee a written statement of employment particulars not later than two months after the beginning of the employee's employment. The written statement must cover:

  • The names of the employer and employee.
  • The date when employment began (and any period of continuous employment).
  • Remuneration and the intervals at which it is paid.
  • Hours of work.
  • Holiday entitlement.
  • Entitlement to sick leave and sick pay.
  • Pensions and pension schemes.
  • The entitlement of employer and employee to notice of termination.
  • Job title or job description.
  • Where employment is not permanent, the period for which it is expected to continue or, if it is for a fixed term, the date when it is to end.
  • Place of work.
  • Details of the existence of any relevant collective agreements.
  • The disciplinary rules and procedures applicable to the employee.
  • The grievance procedure applicable to the employee.

Where there are no particulars to be given for one of the matters to be covered in the statement (for example, there is no pension scheme), this must still be stated.

The specimen contract of employment is designed not only to meet the requirements of Section 1 of the Employment Rights Act 1996, but it also goes much further to document the relationship between the employer and employee in a number of important areas. It is drafted from an employer's perspective and includes clauses which, in our opinion, should be included in a well-drafted contract of employment.

Please note: Areas in italic form require full editing and attention from you, the Employer.


GUIDANCE NOTES TO THE SPECIMEN CONTRACT OF EMPLOYMENT

Please Note: This document is a sample contract only. It is intended only as a guide and is not to be regarded as a substitute for consultation with a Legal Advisor, since every case will ultimately turn on its own particular facts and circumstances.

The Employer and Employee should agree on their own terms and conditions relating to the specific role. This contract is by no means guaranteed by Little Ones UK Ltd. Little Ones UK Ltd takes no responsibility or liability for the adequacy for any disputes arising from this contract.

Why have a written contract of employment?

If you have employees, then they are already employed under a contract of employment. That contract may be in writing or it may be verbally agreed or the terms may be implied by custom and practice or it may be a mixture of all three. If a dispute should arise in the future it is advantageous for the Employer to hold a written Employment Contract.

Most employees are, however, entitled by law to be given a written statement setting out the main particulars of their employment.

Section 1 of the Employment Rights Act 1996 provides that every employer is required to give each employee a written statement of employment particulars not later than two months after the beginning of the employee's employment. The written statement must cover:

  • The names of the employer and employee.
  • The date when employment began (and any period of continuous employment).
  • Remuneration and the intervals at which it is paid.
  • Hours of work.
  • Holiday entitlement.
  • Entitlement to sick leave and sick pay.
  • Pensions and pension schemes.
  • The entitlement of employer and employee to notice of termination.
  • Job title or job description.
  • Where employment is not permanent, the period for which it is expected to continue or, if it is for a fixed term, the date when it is to end.
  • Place of work.
  • Details of the existence of any relevant collective agreements.
  • The disciplinary rules and procedures applicable to the employee.
  • The grievance procedure applicable to the employee.

Where there are no particulars to be given for one of the matters to be covered in the statement (for example, there is no pension scheme), this must still be stated.

The specimen contract of employment is designed not only to meet the requirements of Section 1 of the Employment Rights Act 1996, but it also goes much further to document the relationship between the employer and employee in a number of important areas. It is drafted from an employer's perspective and includes clauses which, in our opinion, should be included in a well-drafted contract of employment.

Please note: Areas in italic form require full editing and attention from you, the Employer.


GUIDANCE NOTES TO THE SPECIMEN CONTRACT OF EMPLOYMENT

Please Note: This document is a sample contract only. It is intended only as a guide and is not to be regarded as a substitute for consultation with a Legal Advisor, since every case will ultimately turn on its own particular facts and circumstances.

The Employer and Employee should agree on their own terms and conditions relating to the specific role. This contract is by no means guaranteed by Little Ones UK Ltd. Little Ones UK Ltd takes no responsibility or liability for the adequacy for any disputes arising from this contract.

Why have a written contract of employment?

If you have employees, then they are already employed under a contract of employment. That contract may be in writing or it may be verbally agreed or the terms may be implied by custom and practice or it may be a mixture of all three. If a dispute should arise in the future it is advantageous for the Employer to hold a written Employment Contract.

Most employees are, however, entitled by law to be given a written statement setting out the main particulars of their employment.

Section 1 of the Employment Rights Act 1996 provides that every employer is required to give each employee a written statement of employment particulars not later than two months after the beginning of the employee's employment. The written statement must cover:

  • The names of the employer and employee.
  • The date when employment began (and any period of continuous employment).
  • Remuneration and the intervals at which it is paid.
  • Hours of work.
  • Holiday entitlement.
  • Entitlement to sick leave and sick pay.
  • Pensions and pension schemes.
  • The entitlement of employer and employee to notice of termination.
  • Job title or job description.
  • Where employment is not permanent, the period for which it is expected to continue or, if it is for a fixed term, the date when it is to end.
  • Place of work.
  • Details of the existence of any relevant collective agreements.
  • The disciplinary rules and procedures applicable to the employee.
  • The grievance procedure applicable to the employee.

Where there are no particulars to be given for one of the matters to be covered in the statement (for example, there is no pension scheme), this must still be stated.

The specimen contract of employment is designed not only to meet the requirements of Section 1 of the Employment Rights Act 1996, but it also goes much further to document the relationship between the employer and employee in a number of important areas. It is drafted from an employer's perspective and includes clauses which, in our opinion, should be included in a well-drafted contract of employment.

Please note: Areas in italic form require full editing and attention from you, the Employer.


GUIDANCE NOTES TO THE SPECIMEN CONTRACT OF EMPLOYMENT

Please Note: This document is a sample contract only. It is intended only as a guide and is not to be regarded as a substitute for consultation with a Legal Advisor, since every case will ultimately turn on its own particular facts and circumstances.

The Employer and Employee should agree on their own terms and conditions relating to the specific role. This contract is by no means guaranteed by Little Ones UK Ltd. Little Ones UK Ltd takes no responsibility or liability for the adequacy for any disputes arising from this contract.

Why have a written contract of employment?

If you have employees, then they are already employed under a contract of employment. That contract may be in writing or it may be verbally agreed or the terms may be implied by custom and practice or it may be a mixture of all three. If a dispute should arise in the future it is advantageous for the Employer to hold a written Employment Contract.

Most employees are, however, entitled by law to be given a written statement setting out the main particulars of their employment.

Section 1 of the Employment Rights Act 1996 provides that every employer is required to give each employee a written statement of employment particulars not later than two months after the beginning of the employee's employment. The written statement must cover:

  • The names of the employer and employee.
  • The date when employment began (and any period of continuous employment).
  • Remuneration and the intervals at which it is paid.
  • Hours of work.
  • Holiday entitlement.
  • Entitlement to sick leave and sick pay.
  • Pensions and pension schemes.
  • The entitlement of employer and employee to notice of termination.
  • Job title or job description.
  • Where employment is not permanent, the period for which it is expected to continue or, if it is for a fixed term, the date when it is to end.
  • Place of work.
  • Details of the existence of any relevant collective agreements.
  • The disciplinary rules and procedures applicable to the employee.
  • The grievance procedure applicable to the employee.

Where there are no particulars to be given for one of the matters to be covered in the statement (for example, there is no pension scheme), this must still be stated.

The specimen contract of employment is designed not only to meet the requirements of Section 1 of the Employment Rights Act 1996, but it also goes much further to document the relationship between the employer and employee in a number of important areas. It is drafted from an employer's perspective and includes clauses which, in our opinion, should be included in a well-drafted contract of employment.

Please note: Areas in italic form require full editing and attention from you, the Employer.